A Diversity and Inclusion programme was needed that would inform all 70 members of staff, engage and motivate them to change their own thinking and behaviours. They would need to be open enough to recognize their own shortcomings and willing to stretch to take on board new ideas and approaches. The topic was considered an imperative to be acted upon, yet in a fast-paced, busy environment where priorities are on artists, labels and ongoing campaigns, D&I would need to be woven into daily practice.
It was recognised that:
- There is no point in running this work as a tick-box activity, raising awareness without further action
- The scope of follow-up work would need be to be realistic, given the size of the organisation and available capacity for non-role specific commitments
Subsequent meetings were held internally and within 4 months following the programme, the following outcomes were reported:
- Feedback from the workshops was overwhelmingly positive, people appreciated the subject being raised and felt they had been given permission (and the language) to be able to talk about it
- 2 members of the management team were tasked with organising “lunchtime talks” for all staff and were in the process of engaging different external specialists to talk about each key diversity theme
- a breakfast club (compulsory attendance for all) was being organised on a quarterly basis by D&I volunteers
- stories were being told of how people are using their raised D&I awareness to influence decision-making (e.g. in the selection of a banner design).
- departments that had been under-represented in the weekly (all-company) knowledge-sharing presentations were being encouraged to present (in the spirit of inclusive business practice).
In the meantime, Sony Music Sweden now offers alternative holidays for individuals to take in place of state religious holidays, available on request.
The available open post for receptionist has been filled by two candidates who may not have been considered in the past (giving an opportunity to new arrivals to Sweden).
An ongoing discussion is being held about recruitment practices and how to reduce unconscious bias.
Overall there is a notable sense of high awareness and engagement with Diversity and Inclusion as a critical topic. People recognize more readily what is already in place and are putting in extra effort to do their part in making their workplace more inclusive than it already is.
Diversity is a fact, inclusion is a choice.
founder of All Inclusive